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Onboard Event Recorders - help protect your CDL and career. Valid CDL-A With Tankers and Hazmat Endorsements. $3,000.00 Per Driver Referred - NO LIMITS plus. Must-Have or Be Willing to Obtain TWIC Card.
Full-timeExpandApply NowActive JobUpdated 3 days ago - UpvoteDownvoteShare Job
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Truck Speeds - 65 mph on the pedal, 68 mph on cruise. 1 Year Tractor Trailer Experience Within the Last 3 Years or 1 Year Tanker Experience in the Last 10 Years. Collision Mitigation System - allowing you to get home safely.
ExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
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No experience is needed, but you may be a great fit if you have experience in the transportation industry such as a delivery driver, professional driver, truck driver, taxi driver or cab driver.
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This keeps you on the road, reduces the chances of violations on your PSP record, and helps protect your CDL and Driving Career! Home weekly - It is our goal for every driver residing within 50 miles of Memphis, Houston, or Dallas to get at least a 34 hour restart.
ExpandApply NowActive JobUpdated 2 days ago - UpvoteDownvoteShare Job
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Class A CDL with Hazmat and TWIC. Pull an Oakley End Dump, Hopper Bottom, or Pneumatic Tank while enjoying one-on-one dispatch that ensures you'll always have your next load waiting. Hopper Bottom Division.
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Must meet FMCSA/DOT driver regulations. CDL-A Team Hazmat and Doubles OTR Truck Drivers. Dedicated Teams - Up to $110,000+ Annually Per Driver. Must have valid Class A CDL. Must meet FMCSA/DOT driver regulations.
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Driver must have experience with oversize/over dimensional hauling, load securement/tie down, following permitted routes, while also implementing a safe driving principle and practice. Valid Class A CDL with air brake and manual transmission endorsements.
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CDL A Driver - Owner Operators - Home Weekends. A Driver First Organization Video. HIRING DRY VAN OWNER OPERATORS for IMMEDIATE OPENINGS! Recognized as a "Top 20" Flatbed Carrier in the United States, Beemac provides asset-based trucking, logistics, port, warehousing, and specialized services to customers throughout North America.
Full-timeExpandApply NowActive JobUpdated 8 days ago - UpvoteDownvoteShare Job
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FLIGHT TO ORIENTATION DRIVE FOR K&B Have a Class A CDL and 1 year OTR experience? OPTION ONE: Road Warrior Do you love getting paid well for being out on the road? We also offer the same 2500 mile weekly guarantee to ensure our K&B Transportation Road Warrior drivers can make $90,000 gross by the end of the first year.
$90,000 a yearFull-timeExpandApply NowActive JobUpdated 19 days ago - UpvoteDownvoteShare Job
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Stable work history Become a truck driver with the Big G family we ll take care of you now and in the future. That s because of the many outstanding and unique advantages we offer CDL-A truck drivers.
$100,000 a yearFull-timeExpandApply NowActive JobUpdated 8 days ago - UpvoteDownvoteShare Job
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We also have a paid training program for new CDL-A drivers and a great refresher program for people who have been off the road for a while. CDL-A Solos Start up to $0.60 CPM Base! Our solo company drivers will earn milestone base pay increases based on tenure AND additional increases every 50,000 miles with no pay cap.
$100,000 a yearFull-timeExpandApply NowActive JobUpdated 1 month ago - UpvoteDownvoteShare Job
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We are a family-oriented company that wants to take care of their drivers, not just please the customers.
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The Effects of Workplace Racism and Sexism
One day it's a covert statement to a mother returning to work after maternity leave. Another day it's a lingering gaze at an employee enjoying a culturally rich meal. These microaggressions (or sometimes macroaggressions) can take an employee from a confident, high-performer to one that feels insecure being themselves at work. Your employees engage with people with different ideas and feel most comfortable and valued when they can work without losing their cultural, racial, and gender identity. While most employers know this, why have workplace racism and sexism often been neglected?
When Rage Applying Strikes: How to Identify Unserious Candidates
As the job market remains highly competitive, we have seen a surge in "rage applying." This is when candidates apply to multiple jobs, often without considering whether they are truly interested in the role. Rage applying goes hand-in-hand with quiet quitting. Often, employees want to entertain the thoughts and feelings of leaving their job, but they aren't necessarily serious about leaving yet. Meanwhile, other employees engaging in this trend are actually trying to find a better role. As a recruiter, it can be hard to identify who are the real applicants in a sea full of quiet quitters, but understanding rage applying and identifying red flags will certainly help.
How to Increase Job Ad Exposure
In today's competitive job market, writing quality job ads is critical for attracting top talent to your organization. While networking and candidate referrals are prime real estate for finding qualified candidates, nothing beats the tried-and-true method of writing an extraordinary job ad. But while writing a great job ad is the first step, what's more important is increasing visibility. You could have the most detailed, well-written ad on the internet, but if no one sees it, then you are wasting time (and potentially money!). Employers often believe that job boards are the root of the problem, but you can learn how to increase job ad exposure by tweaking a few steps of your recruitment process.
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The job market has shifted significantly in recent years. The accelerated adoption of technology has not only pushed many companies into remote working arrangements but also increased the availability of supporting tools and technologies (i.e., video conferencing and collaboration software).
Building a Candidate Pipeline Through Internships
Building a candidate pipeline through a great internship program for local college students and recent graduates at local universities is a great and cost-effective way to attract and retain top talent. By offering meaningful and impactful work experiences, regular feedback, coaching, and mentorship, you can create a positive internship experience that will make your organization a sought-after destination for future employees. This not only benefits the organization in the short-term but also in the long-term, as you'll have a pool of well-trained and experienced candidates who may be interested in full-time employment once they graduate. Furthermore, building relationships with local universities and college students can increase brand awareness and build a positive reputation for your organization in the local community.
Hiring Transparency
Transparency in hiring refers to the open and honest communication and information sharing that takes place between employers and job candidates. It encompasses all aspects of the hiring process, from posting job descriptions to providing feedback on performance during and after the interview process. In today's job market, hiring transparency has become increasingly important for both employers and candidates alike.
Recruitment strategies that are weird, but actually workÂ
In the current candidate-driven job market, recruiters are looking for unique ways to attract talent. Some have resorted to even (dare we say it?) recruitment strategies on the border of weird and wacky. What can we learn from the unusual recruitment tactics that are being used and actually getting results? Here’s a rundown of some unique recruitment strategies that actually work.Â